Model logic and assumptions behind our ROI calculator
Our ROI calculator is based on the Brogden‑Cronbach‑Gleser benefit analysis — a standard psychological model that calculates the monetary benefit of diagnostic measures from performance differences. The model calculates how much additional financial value is generated when an action improves the performance of a group, minus the cost of the measure.
• Transferred to Psychosocial Risk Assessment, this means: We convert the expected improvement in working capacity through effective mental health measures into euros and deduct investment costs. The result is estimated net benefit and ROI for your company, not for individuals.
• Differences in performance are translated into productivity gains, which are quantified in euros in terms of wage costs or value added per employee.
• We transfer this logic to the Psychosocial Risk Assessment tool with the MOLA questionnaire and a work situation analysis (as used in mentalport): Reduction of psychological stress = fewer lost days, higher performance, lower fluctuation.
• Transferred to Psychosocial Risk Assessment, this means: We convert the expected improvement in working capacity through effective mental health measures into euros and deduct investment costs. The result is estimated net benefit and ROI for your company, not for individuals.
• Differences in performance are translated into productivity gains, which are quantified in euros in terms of wage costs or value added per employee.
• We transfer this logic to the Psychosocial Risk Assessment tool with the MOLA questionnaire and a work situation analysis (as used in mentalport): Reduction of psychological stress = fewer lost days, higher performance, lower fluctuation.
Which assumptions are included in your calculation?
Our key assumptions in the model:
• Burdened employee (N): Share is derived from current prevalence data and your information on size and industry.
• Effect size of the Psychosocial Risk Assessment: describes the effect size of the diagnosis, i.e. how valid the Psychosocial Risk Assessmen recognizes psychological stress and predicts changes in performance. We form it from the combined quality criteria of MOLA and AsITA, the two validated methods of our Psychosocial Risk Assessment, and vary it between 0.30 (conservative) and 0.50 (optimistic), depending on the scenario, in accordance with the effect sizes for structured psychological risk analyses reported in the literature.
• Standard deviation of benefit (sd_Y): Based on the Hunter & Schmidt Rule (1982), we set sd_Y at 40% of the annual gross salary, assuming 46,000€, this corresponds to around 18,400€ per year/employee.
This value quantifies what a standard deviation in performance between employees means in euros. And therefore also what economic value can be increased by restoring working capacity.
• Performance increase (z_X): indicates by how many units of this benefit SD the working capacity of achieved employees is shifting as a result of effective measures - calibrated to effect sizes from studies on mental health interventions.
• Burdened employee (N): Share is derived from current prevalence data and your information on size and industry.
• Effect size of the Psychosocial Risk Assessment: describes the effect size of the diagnosis, i.e. how valid the Psychosocial Risk Assessmen recognizes psychological stress and predicts changes in performance. We form it from the combined quality criteria of MOLA and AsITA, the two validated methods of our Psychosocial Risk Assessment, and vary it between 0.30 (conservative) and 0.50 (optimistic), depending on the scenario, in accordance with the effect sizes for structured psychological risk analyses reported in the literature.
• Standard deviation of benefit (sd_Y): Based on the Hunter & Schmidt Rule (1982), we set sd_Y at 40% of the annual gross salary, assuming 46,000€, this corresponds to around 18,400€ per year/employee.
This value quantifies what a standard deviation in performance between employees means in euros. And therefore also what economic value can be increased by restoring working capacity.
• Performance increase (z_X): indicates by how many units of this benefit SD the working capacity of achieved employees is shifting as a result of effective measures - calibrated to effect sizes from studies on mental health interventions.
What exactly does the computer give you
• Realistic monetary impact potential over 2 years (in euros) plus bandwidth.
• Return on investment including bandwidth.
• Key figures such as mentally stressed employees, psychologically related lost days, direct continued payment costs, investment in mentalport, industry benchmark and payback period.
• Return on investment including bandwidth.
• Key figures such as mentally stressed employees, psychologically related lost days, direct continued payment costs, investment in mentalport, industry benchmark and payback period.
